{"id":35162,"date":"2019-10-31T22:02:40","date_gmt":"2019-10-31T19:02:40","guid":{"rendered":"https:\/\/prohoster.info\/blog\/tri-istorii-pro-dikij-hanting\/"},"modified":"2019-10-31T22:02:40","modified_gmt":"2019-10-31T19:02:40","slug":"tri-istorii-pro-dikij-hanting","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/novosti-interneta\/tri-istorii-pro-dikij-hanting","title":{"rendered":"Tre tregime mbi gjuetin\u00eb e eg\u00ebr","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"

Gjuetia \u00ebsht\u00eb nj\u00eb strategji rekrutimi q\u00eb p\u00ebrfshin t\u00ebrheqjen e nj\u00eb specialisti q\u00eb punon n\u00eb nj\u00eb kompani tjet\u00ebr. Kjo strategji p\u00ebrdoret kur nuk mund t\u00eb gjenden specialist\u00ebt e nevojsh\u00ebm n\u00eb tregun e hapur. <\/p>\n

Nj\u00eb headhunter i v\u00ebrtet\u00eb \u00ebsht\u00eb nj\u00eb negociator i zot, i cili kupton mir\u00eb psikologjin\u00eb dhe kurr\u00eb nuk vepron p\u00ebrmes forc\u00ebs. Por, fatkeq\u00ebsisht, ata nuk lindin k\u00ebshtu; jan\u00eb b\u00ebr\u00eb, p\u00ebrfshir\u00eb duke kaluar n\u00ebp\u00ebr faz\u00ebn e gjuetis\u00eb primitive. <\/p>\n

N\u00eb k\u00ebt\u00eb artikull, do t\u00eb ndaj disa situata reale q\u00eb kan\u00eb ndodhur n\u00eb praktikat e menaxher\u00ebve t\u00eb kompanive IT dhe q\u00eb lidhen me gjuetin\u00eb e nivelit zero. K\u00ebto jan\u00eb raste t\u00eb shkeljeve m\u00eb skandaloze t\u00eb etik\u00ebs s\u00eb headhunter-it, q\u00eb shkaktojn\u00eb qeshje midis profesionist\u00ebve dhe indinjat\u00eb te kandidat\u00ebt, por jo gjithmon\u00eb jan\u00eb t\u00eb qarta p\u00ebr t\u00eb rinjt\u00eb. T\u00eb tilla metoda rekrutimi kurr\u00eb nuk duhet t\u00eb aplikohen nga menaxher\u00ebt e burimeve njer\u00ebzore, n\u00ebse ata nuk duan t\u00eb denigrojn\u00eb pun\u00ebdh\u00ebn\u00ebsin dhe t\u00eb humbasin vendin e tyre\u2026<\/p>\n

\"Tre<\/a><\/noindex>
\nSpecifika e profesionit t\u00eb rekrutuesit k\u00ebrkon p\u00ebrdorimin e nj\u00eb spektri t\u00eb gjer\u00eb mjetesh, por vet\u00ebm n\u00ebse ato nuk shkelin ligjet, nuk d\u00ebmtojn\u00eb reputacionin e rekrutuesit, ashtu si dhe t\u00eb kandidat\u00ebve q\u00eb ai rekruton. <\/p>\n

Pse t\u00eb p\u00ebrdorim t\u00eb dh\u00ebna personale?<\/h3>\n

\nNj\u00eb kompani e vog\u00ebl q\u00eb zhvillon aplikacione mobile kishte marr\u00eb sh\u00ebrbime nga nj\u00eb bank\u00eb t\u00eb madhe dhe t\u00eb njohur. N\u00eb t\u00eb nj\u00ebjt\u00ebn koh\u00eb, p\u00ebr t\u00eb gjith\u00eb punonj\u00ebsit, kompania kishte hapur karta pagese n\u00eb k\u00ebt\u00eb bank\u00eb dhe ishte e k\u00ebnaqur me bashk\u00ebpunimin. Por nj\u00eb dit\u00eb, shum\u00eb punonj\u00ebs t\u00eb kompanis\u00eb (mbajt\u00ebs t\u00eb kartave pagese) mor\u00ebn ftesa p\u00ebr t\u00eb kaluar nj\u00eb intervist\u00eb n\u00eb k\u00ebt\u00eb bank\u00eb p\u00ebr pozita programatori. <\/p>\n

Ftesat erdh\u00ebn drejtp\u00ebrdrejt n\u00eb emailin e pun\u00ebs dhe u d\u00ebrguan nga adresa korporative e nj\u00eb punonj\u00ebsi t\u00eb bank\u00ebs, identifikimi i t\u00eb cilit nuk ishte i v\u00ebshtir\u00eb. Doli se nj\u00eb punonj\u00ebs i ri i departamentit HR kishte p\u00ebrdorur t\u00eb dh\u00ebnat personale t\u00eb klient\u00ebve t\u00eb bank\u00ebs p\u00ebr t\u00eb p\u00ebrmbushur pun\u00ebn e tij. K\u00ebshtu ai jo vet\u00ebm q\u00eb tejkaloi autorizimet, shkeloi etik\u00ebn profesionale, por edhe shkelji ligjin (FZ 152). N\u00eb k\u00ebt\u00eb moment, p\u00ebr shkak t\u00eb tij, banka duhej t\u00eb paguante nj\u00eb gjob\u00eb t\u00eb madhe. Pa p\u00ebrmendur goditjen e r\u00ebnd\u00eb n\u00eb reputacionin e organizat\u00ebs financiare.<\/p>\n

Pash\u00eb nj\u00eb specialist t\u00eb mir\u00eb \u2014 rekruto, mos hezito!<\/h3>\n

\nHeadhunting n\u00eb ngjarje profesionale \u00ebsht\u00eb nj\u00eb m\u00ebnyr\u00eb tjet\u00ebr e shk\u00eblqyer p\u00ebr t\u00eb gjetur specialistin e duhur. Por edhe k\u00ebtu duhet t\u00eb veprohet me ndjeshm\u00ebri. Nj\u00eb shembull i rekrutimit t\u00eb pasuksessh\u00ebm t\u00eb nj\u00eb specialisti t\u00eb vet ishte drejtori i nj\u00eb kompanie t\u00eb produkteve IT. <\/p>\n

N\u00eb ekspozit\u00ebn ku kreu i kompanis\u00eb shkoi me punonj\u00ebsit e tij m\u00eb t\u00eb mir\u00eb, nj\u00eb vajz\u00eb simpatike u interesua p\u00ebr stend\u00ebn, b\u00ebri disa pyetje rreth produktit, u takua me specialistin dhe i dor\u00ebzoi atij kart\u00ebn e saj t\u00eb vizit\u00ebs me nj\u00eb ofert\u00eb pune nga konkurrent\u00ebt. Dhe kjo n\u00eb sy t\u00eb drejtorit t\u00eb kompanis\u00eb! Q\u00eb at\u00ebher\u00eb, specialist\u00ebt teknik\u00eb t\u00eb kompanis\u00eb marrin pjes\u00eb n\u00eb ekspozita shum\u00eb m\u00eb rrall\u00eb.<\/p>\n

Sh\u00ebno koleg\u00ebt n\u00eb foton n\u00eb facebook \u2013 ndihmo rekruterin e konkurrent\u00ebve!<\/h3>\n

\nRrjetet sociale jan\u00eb nj\u00eb metod\u00eb moderne rekrutimi q\u00eb lejon lidhjen me potencialin e pun\u00ebs direkt. Por kjo mund\u00ebsi nuk p\u00ebrdoret gjithmon\u00eb si\u00e7 duhet. Nj\u00eb rekruter fillestar ishte i interesuar p\u00ebr specialist\u00ebt e departamentit t\u00eb zhvillimit t\u00eb softuer\u00ebve mjek\u00ebsor\u00eb t\u00eb nj\u00eb kompanie konkuruese. Ai arriti t\u00eb gjente nj\u00eb nga punonj\u00ebsit e k\u00ebtij departamenti n\u00eb Facebook dhe \u2013 fat i mir\u00eb! \u2014 n\u00eb mesin e fotografive personale, kishte nj\u00eb fotografi nga nj\u00eb fest\u00eb, ku ishin sh\u00ebnuar koleg\u00ebt e tij. <\/p>\n

N\u00eb vend q\u00eb t\u00eb fillonte nj\u00eb dialog me k\u00ebt\u00eb person nga distanca, gjahtari i mjeruar d\u00ebrgoi mesazhe identike t\u00eb shkruara p\u00ebr t\u00eb gjith\u00eb njer\u00ebzit me fotografin\u00eb. Po t\u00eb kishte vepruar ndryshe, ndoshta do kishte pasur nj\u00eb rezultat pozitiv. Megjithat\u00eb, an\u00ebtar\u00ebt e nj\u00eb ekipi, q\u00eb mor\u00ebn mesazhin e standardizuar, u shqet\u00ebsuan, duke e konsideruar at\u00eb ose si spam, ose si provokim. Duke diskutuar situat\u00ebn midis tyre, ata vendos\u00ebn se kjo p\u00ebrjashtohej si nj\u00eb p\u00ebrpjekje p\u00ebr gjueti, por si nj\u00eb prov\u00eb e zgjuar nga menaxhimi. Si rezultat, askush prej tyre nuk dha p\u00ebrgjigje, dhe gjahtari thjesht d\u00ebshtoi n\u00eb nj\u00eb operacion potencialisht t\u00eb suksessh\u00ebm.<\/p>\n

K\u00ebto raste tregojn\u00eb praktikat themelore t\u00eb gjahtimit, t\u00eb aplikuara n\u00eb m\u00ebnyr\u00eb t\u00eb gabuar.<\/p>\n

Networking profesional, k\u00ebrkimi n\u00eb rrjetet sociale, t\u00ebrheqja e punonj\u00ebsve nga kompanit\u00eb konkurruese \u2014 t\u00eb gjitha funksionojn\u00eb mir\u00eb vet\u00ebm n\u00ebse bashkohen me nj\u00eb qasje t\u00eb kujdesshme dhe diplomatike ndaj rekrutimit. Pik\u00ebrisht p\u00ebr shkak t\u00eb mosrespektimit t\u00eb k\u00ebtij k\u00ebrkese, rezultati doli jasht\u00ebzakonisht absurd dhe shqet\u00ebsues. <\/p>\n

Rekruter\u00ebt profesionist\u00eb e din\u00eb se p\u00ebr nj\u00eb gjueti t\u00eb suksesshme \u00ebsht\u00eb e nevojshme t\u00eb jepen shum\u00eb p\u00ebrpjekje, t\u00eb zgjidhet specialisti i duhur, t\u00eb krijohen marr\u00ebdh\u00ebnie miq\u00ebsore me t\u00eb, dhe m\u00eb e r\u00ebnd\u00ebsishmja \u2014 t\u00eb ofrohet ajo p\u00ebr t\u00eb cil\u00ebn ai do t\u00eb ishte i gatsh\u00ebm t\u00eb ndryshonte pun\u00ebdh\u00ebn\u00ebsin. Qasja kreative n\u00eb gjueti ka vend, por vet\u00ebm n\u00ebse kjo nuk kalon kufijt\u00eb e ligjit dhe etik\u00ebs.
\n
Burimi: habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"

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